Are you making these six common selling errors? Find out what they are and how to easily avoid them.Why does one sales campaign end in success and another in abject failure? In almost every case, it's because the seller neglected an essential step in the selling process. Here are the most common errors, along with some advice on how to avoid them.1. Failure to Research the CustomerIn today's information-rich business world, customers expect you to know the following before you contact them:Who they areWhom they work forWhom they work withWhat their company doesWho their customers areWhy they might need your offeringWhenever you ask a customer a question that could be answered by spending 30 seconds on the Web, you're telling that customer that either you're stupid or you don't really give a damn.
If you’re a seasoned recruiter, you’re probably a bit skeptical about the idea of a “bulletproof” recruitment strategy. By nature, recruiting is dynamic, relying upon many unpredictable factors, from the requests of hiring managers to the possibility that your candidates might ghost on you.
In short, recruiting is constantly in flux: needs change, markets fluctuate and technologies rotate in and out of use. But repeatable processes are key to success, making it critical to identify and implement practices that scale with each new requisition. To do this, you must shore up your resources and map the recruiting funnel from end to end.
Taking our headline to heart, we’re going to look at creating a recruitment strategy from two angles: the critical and the bulletproof. Here’s what you need to consider:
Capturing the critical component: the three Ps
If you’ve read some of my work before, you might know that I’m a big fan of the “three Ps”: people, process and product. If not, allow me to explain.
The three Ps are at the center of everything recruiters do, making their whole process go. In the face of ever-changing conditions, you need a thorough and up-to-date understanding of where each P stands at all times:
People: Think through everyone who touches recruiting. You’ve got the usual cast of characters such as sourcers, recruiters and hiring managers. But talent acquisition doesn’t necessarily stop on a new hire’s first day. There are whole teams, verticals and value chains impacted by a single hire — from onboarding and beyond. Recognize which people to include and why, and you’ll boost your organization’s capacity for greatness.
Process: You might be thinking, “If it ain’t broke, don’t fix it.” But that’s the thing: No one does everything perfectly, and even if something works, there’s always room for improvement.
It’s up to you to figure out exactly what that looks like. It could be as simple as reworking your intake form for meetings with hiring managers or changing the way you interview to cut costs and reduce time-to-fill.
Product: Without the right tech stack, the other Ps will suffer, and no one wants to see that happen. To determine whether your process works, run through all the technology you use for everything from sourcing to assessing to onboarding and note whether you’re using it to the best of its ability. You wouldn’t believe how many functionalities go overlooked after an initial implementation. Do your updates, talk to your vendors and double-check that everything is working in harmony.
Now for the critical part: For each of the three Ps, evaluate, audit and change continuously. How often and how frequently is up to you, but if you’re not in the process of making things better, you’re static — while talent is constantly moving.
Building the bulletproof bit: the experience
With the basics covered (at least until that next round of review), we move on to making your recruitment strategy bulletproof. This revolves around experiences.
The candidate experience: For the last…